RetailCombo v2 r i cpb cpb_att n

Staffing Retail Combo
Copyright © 1995-2005, 2006 Bigby, Havis & Associates, Inc. All rights reserved.
 


 
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Survey Results for Diana Sample
 
ID:  
Test Date: 1/10/2007 1:25:01 PM
Organization:  Standard Reports
 

This Report Is Confidential

  • Lock it up
  • Don't leave it out
  • Don't show it to the candidate

Use This Report To Make Good Decisions

  • Retest or avoid candidates with Invalid results
  • Avoid candidates with Avoid scores
  • Use interview probes and other report information to evaluate Okay, Good or Better candidates.
  • Combine information from all sources (survey, interview, references, etc.) to make a final decision.
 
Diana Sample 1/10/2007 1:25:01 PM
Staffing Retail Combo 2  Results
 

 

Random Response:

A check for random responding. If Invalid, the candidate could not or did not read the test well enough to avoid responding randomly, and these results should not be used.		  
Valid Invalid
X
  
 

Integrity Index:

A measure of the candidate's attitudes about personal integrity and work ethic.

 
Score:
12
 Avoid
Good
 
X
0-7
8-13
 

Performance Indices:

Measures of traits associated with success in these jobs.

  
Clerk/Cashier Score:
20		 Avoid
Okay
Good
 
X
  
0-19
20-23
24-34
Sales Associate Score:
18
Avoid
Okay
Good
 
X
  
0-15
16-19
20-25

 
 
Diana Sample 1/10/2007 1:25:01 PM
Staffing Retail Combo 2  Details
 

 

Performance Sub-scale Analysis:

The table below presents the candidate's scores for each of the sub-scales of the Performance Indices.

Flagged areas should be probed in the interview.

 
Subscale
Flags
Clerk/Cashier
Sales Associate
Energy
(activity level; action orientation)
   
Positive Service Attitude
(appreciation of the service role)
  (n/a)
Accommodation to Others
(willingness to accommodate the desires of others)
  (n/a)
Positive Sales Attitude
(positive attitude about the customer & sales)
(n/a)  
Persuasiveness
(persuade, influence customers & associates)
(n/a)  
Initiative
(take personal responsibility)
(n/a)  
Good Judgment
(factual, objective thinking)
(n/a)  
Frustration Tolerance
(remain emotionally positive in spite of frustration)
   
Acceptance of Diversity
(tolerance of others different from self)
X
X
*If flagged, see interview probe suggestion(s) in later section.

 
 
Diana Sample 1/10/2007 1:25:01 PM
Staffing Retail Combo 2  Details
 

 

Job Task Responses:

How willing are you to . . . Would do it
and enjoy it		 Would do it Would do it, but
not like it		 Would not want
to do it		 Would not
do it
Work part-time (less than 30 hours per week)?
 
X
      
Work weekdays?
X
        
Work holidays?
     
X
  
Adjust work schedule on short notice?
 
X
      
Work evenings or nights?
 
X
      
Work weekends?
 
X
      
Work overtime?
X
        
Commit to being on time, every time?
 
X
      
Make change & handle money?
X
        
Work alone?
X
        
Make recommendations to customers?
 
X
      
Be required to meet sales quotas?
   
X
    
Clean the store?
 
X
      
Clean the restroom?
   
X
    
Handle rude customers?
 
X
      
Stock merchandise?
 
X
      
The table above reports the candidate's stated willingness to do tasks commonly required in jobs similar to this one. Indications of reluctance should be probed during the interview.

 
 
Diana Sample 1/10/2007 1:25:01 PM
Staffing Retail Combo 2  Counterproductive
Behaviors
 
 

In this section, undesirable responses by the candidate to theft, job commitment, work ethic, resistance to direction, safety, etc. questions are presented. The total number of survey questions for each topic is given in parenthesis. The candidate selected an undesirable response to the following:


RESISTANCE TO DIRECTION (5 possible questions)
  • Sometimes you get satisfaction out of disobeying the rules. . . Agree
 
Diana Sample 1/10/2007 1:25:01 PM
Staffing Retail Combo 2  Interview
 


 

Preparation:

  • Review the application form
  • Review the test results
 

STEP 1: Open the Interview

Hello, my name is ____________ and I'm the _____________ (your position). We're pleased that you are interested in this position. The purpose of this interview is to learn more about you and your work experiences. I will be asking you some questions about your previous experience, how you approach certain things, etc. You will probably see me jotting down some notes -- that's to help me remember better what you said after the interview is over. There are no correct or incorrect answers; what we want is to learn more about you. At the end, I'll leave some time to answer any questions you might have. If you are ready, we can begin.
 

STEP 2: Review the Application and Investigate Potential Problem Areas

___All blanks completed?   ___Employment gaps?
___Application signed?   ___Extremely high or low earnings?
___Several jobs in the last 2 years?   ___Earnings show progress?
___Vague reasons for leaving job(s)?   ___Can complete all essential functions?

Example Questions:
I see that you were unemployed from _____to _____. Please tell me about this period of unemployment.

I see that you left your previous employer for personal reasons. Would you explain further?

I noticed that you have changed jobs frequently in the recent past. Why?

 

STEP 3: Review Test Flags and Begin In-depth Questions

While asking the following interview questions, be sure to listen and probe in the following areas:

  • Low Acceptance of Diversity


 

 1. Tell me briefly about your last job? Which aspects did you like most? Why? Also, which did you like the least? Why?


 

 

 

 2. Have you ever worked or volunteered in a position where your primary responsibility was to assist or serve people? How did you like it? How successful were you? (Probe for willingness to serve the needs of others.)


 

 

 

 3. Have you ever worked in a sales job? Did you have quotas? How were you paid? Hourly? Commission? How well did you do?


 

 

 

 4. What type of boss do you prefer and why?


 

 

 

 5. What type of people do you like to work with? Why?


 

 

 

 6. What kinds of things frustrate or irritate you at work? How do you handle them? Please give me an example.


 

 

 

 7. Think about the last time that you received negative feedback from someone. What was the feedback and how did you respond?


 

 

 

 8. Describe for me how you would approach a customer at our store. What would you say?


 

 

 

 9. What did/would you do if a customer did not want to buy your product or service?


 

 

 

 10. Sooner or later we all have to deal with a customer who has unreasonable demands. Think of a time when you had to deal with an unreasonable request. What did you do?

 

 

 

 
If you are still concerned about the Performance Flag areas, here are some additional questions to ask:
Low Acceptance of Diversity: What types of co-workers do you like? What kind do you dislike? Describe situations in which you have provided service or done things for other people. What did you do? How did they respond? Are there some types of people you do not like to serve (help)? Why? (Listen for prejudices or biases that may influence how he/she would behave with co-workers and others on the job.) 

 

 

 
Diana Sample 1/10/2007 1:25:01 PM
Staffing Retail Combo 2 Interview
 

STEP 4: Conclude the Interview

Those are all the questions that I have for you. I appreciate the time that you have given to me. Is there anything that you would like to ask me?
 

STEP 5: Make the Hiring Decision

  • Resist the temptation to hire someone just because you need to fill the job. You are likely to pay for a hiring mistake both in money and time.

  • Focus on how well the candidate fits the demands of the job, not how much you like the candidate's personality or how much you have in common with the candidate.

  • The selection process is designed as an aid to the well-reasoned judgment of a hiring manager, not a replacement for this judgment. In the end, every hiring decision is a judgment call. Use the tools provided in this process to inform your decision, not make it for you.
     
Use the following checklist to guide your decision. Please indicate your recommendation and write your comments in the appropriate Recommendation box. In addition, write your initials in the Initials column.
 
Actions Recommendation Initials
Review Application
Not Acceptable

 
Some Reservations

 
Consider Further

 		  
Prescreen (Optional)
Not Acceptable

 
Some Reservations

 
Consider Further

 		  
Test Candidate & Review the Test Results
Not Acceptable

 
Some Reservations

 
Consider Further

 		  
Behavioral Interview
Not Acceptable

 
Some Reservations

 
Acceptable

 		  
Reference Checks (Optional)
Not Acceptable

 
Some Reservations

 
Acceptable

 		  
Background Check (Optional)
Not Acceptable

 
Some Reservations

 
Acceptable

 		  
Decide
Do Not Make Offer

 
Eligible At Later Date

 
Make Offer

 		  
Drug/Medical Screen (Optional)
Fail

 
 
Pass

 		  
Copyright © 1995-2005, 2006 Bigby, Havis & Associates, Inc. All rights reserved.